MECHANIST’S INDISCIPLINED

BEHAVIOUR
A Case Study
IT IS AN OBJECTIVE ASSESSMENT OF
INDIVIDUAL’S PERFORMANCE
AGAINST WELL DEFINED
BENCHMARKS.
WHY PERFORMANCE APPRAISAL?

DEVELOPMENTAL USES

ADMINISTRATIVE USES

ORGANIZATIONAL OBJECTIVES

DOCUMENTATION
• Rating Scale Method: It
consists of several
numerical scales, each
representing a job related
performance criterion
such as dependability,
initiative, attitude, co-
operation and the like.
A checklist of
statements on the
traits of employee
and his/her job is
prepared in two
column – Yes/No.
It is a technique which analyses the behavior of
employee in certain events in which either he
perform very well and the ones in which he
could have done better.
IT CONSISTS OF IN-DEPTH INTERVIEW,
PSYCHOLOGICAL TEST, DISCUSSION WITH
SUPERVISOR AND A REVIEW OF OTHER
EVALUATIONS.
IT IS A SYSTEMATIC COLLECTION OF PERFORMANCE
DATA ON AN INDIVIDUAL OR GROUP, DERIVED
FROM A NUMBER OF STAKEHOLDERS.
• DINESH WORKS AS A MECHANIST FOR
GANESH, THE SUPERVISOR.
• GANESH AND DINESH HAD AN ARGUMENT
OVER PICKING UP THE TRASH.
 DINESH

GANESH

DINESH

GANESH
• Ganesh had been trying for two weeks to get his
employees to pick up trash in order to have a cleaner
workplace and prevent accidents.
• The only objection came from Dinesh.
• Dinesh has been working with company for 5 years
and this dept. for 6 months.
• Dinesh has a good performance record but he is
known for excessive alcoholism and quick temper.
• After this incident, Ganesh suspended Dinesh for one
day according to company policies.
• Ganesh Informed HR manager about the incident
along with a copy of suspension order.
• HOW WOULD YOU RATE DINESH’S BEHAVIOR?
WHAT METHOD OF APPRAISAL WOULD YOU USE
AND WHY?
• First thing that can be done is to go for a
background check and reference check from
other departments.
• Go for In-depth Interview to find out the
reason behind excessive alcoholism and quick
temper. He may be having some family or
factory related problem.
• Analyze the nature of job to understand
whether it is stressful or not.
• Since Dinesh has 5 years of experience he does
not want to do a work that he is not liable to
do. Also his work is quite routine and does not
need constant appraisal. In this case critical
incident method of appraisal where only
certain critical behaviors are taken into account
can be used.
• Talk to their labor union leader about Dinesh’s
behavior and include them in decision making
for his performance appraisal.
• Use of 360 degree feedback method to
understand his behavior with other people in
the organization and evaluate the results
thereof.
• Rewards can be given to the persons who help
in achieving the company’s cleanliness
objectives.
• A clause can be added in Co. Policies by HR
saying that strict action will be taken in case of
recurrence of the Indisciplined Behaviour.
The best solution will be to go with Critical
Incident Method because in this the evaluation
is based on actual behaviour on the job.
• Do you assess any training needs of
employees? If yes, what inputs should be
embodied in the training programme?
YES, THERE IS A
TRAINING
NEED FOR
BOTH.
BUT WHY?
• DUE TO RECURRENCE OF SIMILAR
BEHAVIOR.
• SOME SORT OF PRESSURE IN THE JOB.
• BECAUSE OF MONOTONOUS NATURE
OF THE JOB.
• To ACHIEVE THE OBJETIVE OF
CLEANINESS.
• TRAINING PROGRAMME THAT RELEASES
STRESS LIKE
1. YOGA
2. EXERCISE
3. OTHER RECREATIONAL ACTIVITIES
• SENSITIVITY TRAINING
• COMMUNICATION GAMES
• TEAM BUILDING GAMES
• BUILT-IN-TENSION (FOR SUPERVISOR)
THANK
YOU